Summary

The Human Resources (HR) Manager leads the full employee lifecycle, including workforce planning, job design, talent acquisition, onboarding, performance management, training and development, compliance, and employee relations. This role champions a positive, engaging, and inclusive workplace culture and ensures HR practices align with organizational goals and current U.S. federal and state employment regulations. The HR Manager acts as a strategic partner to leadership, offers data-driven decision support, and drives initiatives that improve employee experience, retention, and organizational performance.

Typical Duties & Responsibilities

Talent Acquisition & Workforce Planning

Oversee end-to-end recruitment, selection, and onboarding processes.
Collaborate with hiring managers to update job descriptions and design roles that meet evolving business needs.
Implement employer-branding and sourcing strategies to attract top talent.
Monitor recruiting metrics and recommend improvements.

Performance Management & Employee Experience

Coordinate the company’s performance appraisal processes; participate in performance discussions as needed.
Monitor employee performance, engagement and attendance trends, identifying opportunities for coaching or intervention.
Develop and implement strategies that support retention and a positive employee experience.
Lead employee feedback programs, pulse surveys, and action plans.

Training, Learning & Development

Assess organizational training needs and design programs for leadership, managers and staff.
Support professional development pathways for key roles, including Executive Director (ED) and Content Manager (CM).
Manage employee orientation, ongoing training, and upskilling initiatives.

Compliance, Policies & Risk Management

Ensure company policies, procedures and HR operations comply with U.S. federal, state and local employment laws.
Maintain up-to-date employee handbooks, HR policies and training manuals.
Handle disciplinary actions and employee grievances in alignment with legal requirements and company values.
Maintain accurate, organized HR documentation and historical records.

Compensation, Benefits & HR Operations

Review and administer compensation structures, rewards programs, perks, and benefits.
Partner with leadership on workforce planning, budgeting and headcount forecasting.
Use HR metrics and analytics to provide insights and decision support for management.
Oversee HR systems and databases, ensuring accuracy, efficiency and data integrity.

Employee Relations & Culture

Build strong relationships across the organization as a trusted advisor.
Support DEI initiatives and foster an inclusive, equitable work environment.
Bridge management and employee needs while promoting open communication and a healthy workplace culture.

HR Leadership & Team Management

Manage and develop HR staff, ensuring strong HR service delivery.
Lead HR strategy development aligned with organizational goals.
Represent the organization at HR workshops, networking events and professional associations to maintain current knowledge of HR trends.

Qualifications / Key Skills

Required Experience

Bachelor’s degree in Human Resources, Business Administration or related field (or equivalent experience).
5+ years of progressively responsible HR experience.
2–4 years of experience specifically in HR management or HR leadership roles.
3+ years experience in employee relations and/or labor relations.
Demonstrated success managing recruitment, employee relations, performance management and training programs.

Required Skills

Strong knowledge of federal and state employment laws and HR best practices.
Experience with HRIS/HR tech platforms, data analysis and HR metrics.
Excellent communication, negotiation and presentation skills.
Ability to build trust, influence at all organizational levels and manage sensitive situations.
People-oriented, results-driven, and strong strategic thinking skills.
Ability to design and implement HR strategies, policies, and programs.
Strong organizational and project management skills.

Preferred

PHR/SPHR or SHRM-CP/SHRM-SCP certification.
Experience developing DEI strategies or employee engagement programs.
Background supporting growth-stage or evolving organizational environments.

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